Missouri Department Observation Report

The company I chose for this assignment is the Missouri Department of Conservation. It is a Missouri state agency whose mission is to protect and conserve Missouri’s natural resources.

Second higher leadership must ensure they have placed the right officers, in the right positions. What I mean by this is making sure that the lesser experienced officers have a front line supervisor, as well as middle management which is not only experienced, but is able to guide them through and help them make the correct decisions when these violations come

Similar to a cave, a sinkhole begins by acidic water dissolving carbonate bedrock creating an underground void. If the void grows close enough to the surface, the structural integrity of the surface material will eventually give way and a sinkhole is formed. These depressions can range in size from a few square yards to over hundreds of acres. The depth of sinkholes can vary from shallow to hundreds of feet. Although there are nearly 16,000 verified sinkholes in the state, the MGS caution there are a great number which have not been reported or documented. Some sinkholes in Missouri are known to be a depth greater than 100 feet though no exact records concerning depths are maintained. Located in western Boone County, the largest known sinkhole in Missouri covers approximately 700 acres. If a sinkhole does occur, it is recommended that a registered geologist or professional engineer be consulted to assist in the stabilization of the sinkhole. Filling a sinkhole, referred to as remediation, generally consists of removing all soil materials down to the bedrock surface and filling it with size-graded material. Larger rocks should be used first with each successive layer consisting of gradually smaller grained material. Geotextile fabric covered by top soil will allow water

Nevertheless, modern police departments are bureaucratic organization because it is the most efficient way to develop organizational structure and directing different activities in complex organizations because they must perform many different tasks to purse a common goal. The organizational structure is hierarchical to make communication efficient as it flows up and down the chain of command between lines of operational services, authority figures, and administration. Tasks are usually separated into divisions and responsibilities are delegated to lower ranking officers so there is a clear chain of command to indicate who is responsible for supervising employees and the task at

A prison warden is the chief executive of the institution and oversees the entire operation within a prison system. A prison warden needs to possess an array of skills that is capable of managing “large groups of employees, and to operate facilities in a way that keeps inmates, staff, and society safe” (Clear et al., 2013, p. 321). Studies from Clear et al. (2013) further indicate that today’s prison warden must function effectively despite decreased autonomy and increased accountability” (p. 321). The role and responsibility of a prison warden are comparable to a police chief’s because it requires extensive knowledge in administration, and experience in various areas within the department or institution.

Correctional officers are generally considered to be at the bottom of the staff hierarchy. The five types of power that are available to correctional officers in an institution are legitimate power, coercive power, reward power, expert power and referent power. First, the legitimate power is available to correction officers similar to the power that is available a chain of command in organizations. Second, the coercive power establishes a structural relationship of the prisoner and the prison guard by maintaining discipline amongst the prison population. Third, the reward power is when correctional officers utilizing formal and informal rewards to influence cooperation among prison inmates. Additionally, this places correctional officers in

You make an excellent point with stating it does not matter what level of management an individual is, there are points when management interact with others outside of their own department. In the book Collins says, “Hard-working, conscientious, caring and moral managers who generate high-quality performance outcomes tend to attract, develop, and promote hard-working, conscientious, caring and moral employees who generate high-quality performance outcomes”. An example of this is during college while working in a call center, we always had divided department teams for different departments, and however we were also a department as a call center whole. Managers who had these qualities always seemed to hire the best employees. Those

On Tuesday, the 9th of May, 2017 at approximately midnight I was patrolling East on Hastings Road, approaching Martin Bluff Road when I noticed a vehicle with a headlight out traveling West on Hastings on the opposite side of Martin Bluff.

The prison or corrections hierarchy could also be thought of as a chain of command. The chain of command in a corrections institution establishes the responsible person next in line for a corrections officer to address his or her issues and concerns. The command structure of a correctional institution is similar to the ranks and configuration found in a police department; however, different titles may be used to describe various ranks (Perez & Moore, 2012). In similarities to a police organizational structure, the correctional structure has evolved tremendously throughout the century. Recall Sir Robert Peel’s vision of a professional police organization and compare it today’s professional law enforcement organizations in the United States.

Why does Missouri have so much history? Missouri is one of the best sightseeing places to go. Theres history every you go. You can do so much in Missouri from watching our sports teams play or even visiting museums.

The military has emplaced a system of operation that allows for the dissemination of information and the completion of tasks. This system is known as a Chain of Command. The Chain of Command is a structure that places one individual is in charge of a small piece of a much larger picture. Each individual places his or her piece into the puzzle completing the image for the top of the Chain of Command at their respected level. The Chain of Command was established to allow for easier completion of missions and tasks as well as to ensure that those tasks are completed in a timely manner. The Chain of Command consists of three groups of individuals: Officers, Non Commissioned Officers and lower enlisted personal.

To properly address the generational issues that the correctional facilities are facing; one must first understand that leadership and management are not interchangeable. From my experience as a Marine people find themselves thinking that these two are interchangeable. I would more like think of them as “shaking hands”. Management is defined by a position whereas leaderships define by an individual’s ability to have others follow. The management study guide which was a part of our week 1 discussion distinguished between the two by saying “a person becomes a manager by virtue of position”; a person becomes a leader by basis of his personal qualities”(managementstudyguid.com). Not all leaders can be great managers and likewise all managers

The organizational structure shows the chain of a command in an origination. It shows the administration choices that the management makes for the betterment of the company. Notably, people have different preferences and styles of management. Therefore, their choices vary from one organization to another. Some companies choose a long chain of command while others prefer a shorter chain with departments brought together. Even in the same organization, the options will vary when new management takes over. This paper compares and contrasts the organizational structure of New York Police Department and Walmart Company.

level managers are in charge?The norms of the employees are the primary focus. But, How are

This structure is strongly reminiscent of a bureaucratic hierarchy in its titles, however, the employees at MSCS experience a “flatter” style of management. During a regular working day there appears to only be three levels of management: president/COO, vice presidents (all levels), and team managers. Employees are encouraged to interact with coworkers in other units and not discouraged from conferring with any of the upper management (grievances excluded, following the formal chain of leadership is company policy regarding this). Opportunities to “cross train” in other functions of the business are offered and strongly encouraged on a monthly basis. Finally, great deal of decision making is encouraged to remain with those most intimate with the topic, i.e. front line employees. This leaves managers free to address the more complicated and pressing needs of business functions and collaborating with their parent company. As Malone put it, “sometimes the best way to gain power is to give it away” (2010, p.45).